John Hagel III, John Seely Brown, and Lang Davison , all with Deloitte’s Center for the Edge, argue that passive repositories of organizational information (i.e., KnowledgeManagement) have failed to advance learning. They write: The best KM systems succeeded at capturing and institutionalizing the knowledge of the firm. The folks with the knowledge were often reluctant to put what they knew into the database. The folks seeking the knowledge often had trouble finding what they needed. Is KM dead?

'Interview to Chris Collison , knowledgemanagement consultant with 17 years of experience with over 100 clients. chris_collison analyzed with a critical and profound perspective, the knowledgemanagement processes in companies, prompting to learn more from success than from failure and to identify common errors in corporate learning processes.

'The past couple of months have pushed me deeper into the PhD universe, and that has lead me to rethink what I am doing in terms of my own knowledgemanagement, how I am doing it, and where I can improve my actions and make my knowledge acquisition and sharing process more efficient (or simply more fun would also be more then enough!). And it is online.

A few days back I was witness to a debate where we were discussing if the choice of tools really mattered when selecting a knowledge platform. group of people felt that an organisation should make a far sighted decision decision about their knowledge platform and select one that offers features to scale, rate and manage information better. find both arguments very compelling.

'I have recently joined the open section of #MSLOC 430 - a graduate course in the Master''s Program in Learning and Organizational Change at Northwestern University. This is the first week and I am absolutely looking forward to exploring the topics, learning from the other participants and participating in exciting conversations. PLN is an enabler of such learning.

Edwards Deming, American management visionary, understood that systemic factors account for most organizational problems, and changing these has more potential for improvement than changing any individual’s performance. Therefore the role of executives should be to manage the system, not individuals. key factor in sustaining any enterprise is organizationallearning.

Sophie Carter works at Komatsu Australia as the Organizational Development Administrator. Sophie is also currently completing her honors thesis as part of the B arts in OrganizationalLearning at the University of Technology in Sydney. lot of people almost assumed that everyone around my age would be completely au fait with any technology thrown in front of them and that this would be a preferred learning method for my generation. Instead of focussing on what was stopping successful, engaging learning from happening, I adopted an appreciative inquiry approach.
MORE >>

VS Girish Kumar is the Center Training Manager in Hewlett-Packard’s (HP) Training and KnowledgeManagement department. He is responsible for being a change catalyst by managing new hire on-boarding and training, managing content from knowledge transfer to business-as-usual, and developing a road-map for knowledgemanagement towards maturity. Now—slowly and steadily—the expectations are to ensure that training creates process capability and becomes a COE from the perspective of learning innovation. Learning 2.0
MORE >>

In my last post I listed ten strategies for integrating learning with work. They are a combination of concepts and methods that build knowledge and bring learning into day to day activities and workflow. Both can improve informal learning without pulling people way from the job for formal (classroom or e-learning) training. 10 STRATEGIES FOR INTEGRATING LEARNING AND WORK. Link Learning to Business Process. Use social media to facilitate informal learning. Use Action learning. OrganizationalLearning Tools.
MORE >>

His research findings showed that the average life expectancy of large companies is about 30 years, but some are over 200 years old, and the key driver for their longevity is organizationallearning. Individual learning in organizations is irrelevant, as work is almost never done by one person alone. Knowledge, Senge said, is the capacity for effective action (know how) and it is the only aspect of knowledge that really matters in business and life. Value While learning may be generated in teams, this type of knowledge comes and goes.
MORE >>

Home > Industry Talk > Learning Pulse Learning Pulse April 8th, 2009 Goto comments Leave a comment Jay Cross has started a conversation on the Future of OrganizationalLearning and Development. Michael Hanley analyzing 5 factors that are contributing to the emergence of informal and non-formal learning. Blended learning, Talent management and Learning 2.0 are discussed in the first part whereas Knowledge centers and Learning simulations in the second part of his blog posting. Learn more about Dawn here.
MORE >>

eLearning Learning can personalize the content based on your interests,
your LinkedIn profile, what you share on Twitter and LinkedIn, and what content people
similar to you are sharing. More on Content Personalization

Sign-in using your social networks so we can begin to personalize your experience.

We need your email and password to allow you to log into your personalization features.